RPMS

Results-based Performance
Management System
 TEACHERS play a crucial
role in improving the
quality of the teaching
and learning process.
Good teachers are vital to
raising student
achievement. Hence,
enhancing teacher quality
ranks foremost in the
many educational reform
efforts toward quality
education.
Who uses the RPMS Tools?
Raters refer to the School Heads (e.g. Principals,
Teachers-in-Charge, Head Teachers), Department
Heads and/or Master Teachers who assess
teacher portfolios to gauge teacher
performance.
Ratees are the teachers from all career stages,
Teacher I-III and Master Teacher I-IV who submit
their portfolios as evidence of their teaching
performance. Senior High School teachers,
including those who are in probationary status,
shall use the tools corresponding to their current
rank/position, regardless of the years in service.
 RPMS Tools
RPMS Tools pertain to the two
different teacher performance
assessment instruments, one for
Teacher I-III (Proficient Teachers) and
another for Master Teacher I-IV
(Highly Proficient Teachers).
Teachers are expected at this level:
• display skills in planning, implementing,
managing and evaluating learning
programs;
• actively engage in collaborative learning
with the professional community and
other stakeholders for mutual growth and
advancement; and
• • reflect on their practice to continually
consolidate the knowledge, skills and
practices of career stage 1 teachers.
Teachers are expected at this level:
• manifest an in-depth and sophisticated understanding of
the teaching and learning process;
• have high education-focused situation cognition, are more
adept in problem solving and optimize opportunities
gained from experience;
• provide support and mentoring to colleagues in their
professional development, as well as work collaboratively
with them to enhance the potential for learning and
practice of their colleagues; and
• continually seek to develop their professional knowledge
and practice by reflecting on their own needs and those of
their colleagues and learners.
 Parts of the RPMS Tools

1. Job Summary
2. Qualification Standards
3. Duties and Responsibilities
4. Key Result Areas
5. Objectives
6. Means of Verification (MOV)
7. Performance Indicators

7
• Job Summary. This part shows the position and the
competency profile of the ratee.
• Qualification Standards. This part lists the Civil Service
Commission (CSC) requirements and other preferred
requirements for the particular position.
• Duties and Responsibilities. This section presents all
the duties and responsibilities of the teachers, which
vary in complexity or expectation depending on the
teachers’ position or rank.
Key Result Areas. They refer to the general outputs or
outcome– the mandate or the functions of the office
and/or the individual employee. The KRAs are the very
reasons why an office and/or a job exists (D.O. No. 2, s.
2015).
Objectives. They are specific tasks that an office and/or
individual employee needs to do to achieve the KRAs.
In the RPMS Tools, teachers target thirteen (13)
objectives to realize the five (5) KRAs. These objectives
are aligned with the indicators of the Philippine
Professional Standards for Teachers (PPST).
Means of Verification (MOV). The MOV column gives
Ratees and Raters list of documents that can prove the
teachers’ attainment of objectives.
Performance Indicators. This part provides the exact
quantification of objectives, which shall serve as the
assessment tool that gauges whether performance is
positive or negative (D.O. No. 2 s. 2015).
In the RPMS Tools, the performance indicators provide
descriptions of quality and quantity given five
performance levels: 5-Outstanding, 4-Very Satisfactory, 3-
Satisfactory, 2-Unsatisfactory, and 1-Poor.
 The performance indicators of the RPMS Tools for
Teachers operationalize the performance measures,
namely quality, efficiency and timeliness required by the
D.O. No. 2, s. 2015. Figure 1.8 shows the different
categories of performance measures and their
operational definition.
 Four-stage performance RPMS cycle

• Performance Planning and Commitment (Phase 1);

• Performance Monitoring and Coaching (Phase 2);

• Performance Review and Evaluation (Phase 3); and

• Performance Rewarding and Development Planning (Phase 4).

 Four-stage performance RPMS cycle
• Performance Planning and Commitment (Phase 1);
• Performance Monitoring and Coaching (Phase 2);
• Performance Review and Evaluation (Phase 3); and
• Performance Rewarding and Development Planning (Phase 4).